As the Senior HR Manager for the APAC region including Australia, my responsibilities encompass a wide range of areas, including recruitment, case management, talent and succession planning, training and career development, reward and recognition, payroll management, HRIS implementation, policy development, culture and engagement initiatives. I hold accountability for designing and implementing strategic people initiatives throughout my scope of responsibility. Key Achievements: • Implemented strategic talent plans across the APAC region. • Achieved over 90% completion rate for performance reviews, fostering a culture of accountability and continuous improvement. • Redesigned and implemented a new global onboarding and induction process, enhancing the employee experience. • Developed comprehensive HR frameworks, policies, and procedures tailored to the needs of the APAC region, ensuring consistency and compliance. • Successfully led the implementation of Employment Hero, an HRIS/Payroll platform, streamlining HR processes and improving data management. • Reduced external recruitment costs by at least $100k within the first year through effective talent acquisition strategies. • Resolved legacy HR issues, proactively managing risks and ensuring compliance with relevant regulations and standards. As the Senior HR Manager for APAC, I am equipped with a proven track record of driving impactful HR initiatives, fostering a high performing culture, and strategically managing the HR function across diverse geographical locations.

(6 years – ‘promoted’ into 3 roles) 2020-2021 Systems, Analytics & Contingency Lead (Manager level) I led a high performing team of 5 responsible for managing critical functions such as HRIS, analytics and reporting, and temporary employment services (agency and contingency staff). My department unit played a vital role in providing the business with accurate HR data and insightful analysis to drive informed decision-making. Additionally, we spearheaded the implementation, integration, and reporting of new HRIS systems, developed strategic workforce plans, and oversaw the management of contingency/agency staff processes to ensure cost savings and operational efficiencies. • Redesigned the HR dashboard and reporting elements to effectively connect business drivers with HR data, enabling impactful storytelling and value addition to the organisation. This includes collaborating with finance to obtain budgets and generating reports to track agency spend against budget, incorporating trends in all reporting for meaningful comparisons, and introducing PowerBI for self-service analytical information for leaders. • Conducted a comprehensive team job redesign to mitigate burnout and enhance employee well-being, ensuring optimal productivity and job satisfaction. • Reviewed internal processes to ensure compliance and mitigate risks, implementing necessary improvements to align with regulatory requirements and best practices. • Designed and developed a remuneration benchmarking framework to guide businesses in establishing appropriate salary ranges for agency engagement. This initiative ensured fairness and consistency in compensation practices, replacing the previous ad hoc approach where hiring managers had the flexibility to set agency staff salaries arbitrarily. • Led the implementation of an ERP system, effectively triaging user needs and addressing pain points to maximise system utilisation and streamline HR processes. • Conducted User Acceptance Testing (UAT) for the Workforce Planning Oracle Module and OACS reporting, ensuring the accuracy and efficiency of these critical systems. • Designed and developed a robust workforce planning strategy for the organisation, enabling effective resource allocation and talent management for long-term success. 2017 – 2020 Organisational Development Practitioner/Partner I have extensive experience as an Organisational Development Partner, driving initiatives to enhance organisational capability and effectiveness. Some of my key responsibilities include: • Designing, developing, and delivering a comprehensive succession planning framework to identify and develop high-potential employees for critical roles within the organisation. • Creating a robust talent planning framework to ensure the organisation has a strong pipeline of skilled individuals for future leadership positions. • Leading the execution and implementation of the performance review process, driving a culture of accountability and continuous improvement. • Successfully executing the Oracle Performance & Goals implementation across the entire organisation, streamlining performance management processes and enhancing data-driven decision-making. • Conducting culture surveys, debriefing teams, and developing action plans to foster a positive organisational culture and improve employee engagement. • Championing reward and recognition initiatives to motivate and retain top performers within the organisation. Key Achievements: • Enterprise succession & talent frameworks; culture surveys, debriefs, and action plans. • Oracle Performance & Goals rollout; doubled leader participation in performance reviews. • Built in-house L&D calendar /Developed & introduced eLearning (Articulate); cut external L&D costs by >20%. 2015 - 2017 HR Business Partner As an HR Business Partner, I played a pivotal role in driving HR goals and ensuring the success of my Infrastructure portfolio, consisting of approximately 550 staff. My focus was on partnering with business leaders to align their strategic objectives with their people needs, resulting in enhanced performance and organisational effectiveness. Key Responsibilities: • Provided coaching and guidance to management in achieving performance excellence and fostering employee engagement throughout the entire performance cycle, from discipline to termination. This included managing ER cases and minimising risk in a unionised environment. • Led the development and implementation of strategies for best practice recruitment, ensuring a seamless and efficient end-to-end process that attracted top talent to support business growth. Key Achievements: • 50% reduction in formal ER cases via early intervention and leader capability uplift. • 50% faster recruitment turnaround; proactive workforce planning and knowledge transfer for risk roles. 2015 Vicinity Centres (Real Estate Investment Trust) Performance and Rewards Analyst (Contract) • Ensuring consistent application of salary and benefits to new starters • Reviewing and drafting of performance incentive (bonus) letters and policies • STI and Fixed Remuneration outcome statement preparation • Structure costings for new organisational design (restructure) • Analysing and manipulating remuneration data for the purposes of displaying different kinds of data points and comparisons Completed all tasks allocated efficiently and effectively - Was offered a permanent position with Vicinity 2014 (1 Year) R/GA (Singapore) Human Resources Manager / Business Partner - APAC R/GA is a full-service digital/ technology advertising agency that delivers innovative communications, consulting, and commerce solutions for the world's leading brands. I have achieved notable accomplishments in my role managing HR operations in the Singapore and China offices, while collaborating closely with multiple international offices such as , Sweden, Bucharest, New York and Australia Key Achievements: • Built a region-wide succession/talent framework, creating a predictable pipeline for critical roles and reducing time to fill. • Designed a Singapore/China remuneration framework adopted by US HQ; aligned senior-executive pay to strategy and market to strengthen retention. • Established the Shanghai HR function end-to-end and fully integrated it with Singapore for consistent, compliant APAC operations. • Re-engineered recruitment and onboarding (SLAs, assessment, manager check-ins), lifting hiring quality and speed while improving new-hire ramp-up. • Standardised inter-country transfers and visa processes; produced India HR market intelligence to de-risk and inform APAC expansion. • Implemented PeopleSoft HRIS (data model, integrations, UAT, cutover), delivering a smooth transition and improved data accuracy/use.

2010-2014 McDermott is a leading engineering, procurement, construction and installation (EPCI) company that executes complex oil and gas projects worldwide. I played a pivotal role in diverse HR functions, encompassing performance management, talent and succession planning, recruitment, policy development, compensations and benefits, visa and mobility management, training, and expatriate management. I consistently travelled to the Singapore and Melbourne offices as required mentoring new staff and ensuring a comprehensive and integrated approach to HR operations. Key Achievements: • Engineered streamlined HR workflows across APAC (performance, C&B, mobility, recruitment), lifting efficiency and standardising practices adopted region-wide. • Designed and led the “Success Through People” culture program—clear guardrails on structure, leadership, authority and accountability—driving measurable behaviour change and execution discipline. • Aligned and integrated regional HR processes with Perth and Melbourne, improving cross-office collaboration, consistency and cycle times. • Partnered with senior leaders on succession/talent mapping; built a bench for critical roles and accelerated development plans. • Audited and remediated SAP HR data (Perth/Melbourne), closing compliance gaps and improving data accuracy for reporting and decisions. • Built a remuneration framework tied to the global job architecture and market data, strengthening internal equity and external competitiveness. • Ran an APAC recruitment campaign in Singapore with ROI inside 3 months—increased hiring velocity and quality for priority roles. • Provided on-site support across Singapore and Melbourne (mentoring new HR staff, expat/visa coordination), ensuring consistent, end-to-end HR operations. 2009 – 2010 McDermott Australia - HR Advisor/ Offshore HR 2008 Asia Pacific Access (Beijing) - Human Resources Manager